6th Clearing, Settlement & Custody Asia Forum 2012

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This is the presentation I'm giving for the 6th Clearing, Settlement & Custody Asia Forum 2012 on 22 February 2012.

Text of 6th Clearing, Settlement & Custody Asia Forum 2012

  • 1. The Absolute Necessity of Operations, IT, andSettlements TrainingPrepared for : The 6th Annual Clearing, Settlement & Custody Asia ForumPresented by : Sean Ring MCSIDate:22 February 2012

2. Operational Risk, anyone? 3. A Quote from a Guru I want to get the highest and best possible use andeffect and result from every effort and action I everexpend in my business, on my job and in my life from thispoint forward. Jay Abraham So whats your employees HIGHEST and BEST use? 4. Its not a corporate ladder. Its a mountain. 5. Is Flight Risk Your Best Signal? Its important to understand the distinction betweenlong-term goals and loyalty issues, but even moreimportantly turn the question around and ask how thismight actually be a huge opportunity for your firm. The most desirable talent may be the candidates withthe greatest ability to think bigger and better. Is there a way to channel that vision and ambition intothe company? 6. My StoryBecomeManager very wellsends me toBut didnt Became aStart Career regarded Londonget the trainer for in Traderand moveBusiness training that7city inOperationsto LondonSchoolI needed London A great RecruitedPromotedQuit and Move tomanagerby Head of to Futures pondered Singapore forces meFutures Executionmy futureto help to read Deskfor a yearexpandaboutbusinessfinancialproducts 7. Employee Retention Foster employee development. This could be training tolearn a new job skill or tuition reimbursement to helpfurther your employees education. http://guides.wsj.com/small-business/hiring-and- managing-employees/how-to-retain-employees/ 8. Employee Retention When an employee is failing at work, I ask the W.Edwards Deming question, What about the work systemis causing the person to fail? Most frequently, if theemployee knows what they are supposed to do, I find theanswer is time, tools, training, temperament or talent.The easiest to solve, and the ones most affectingemployee retention, are tools, time and training. Theemployee must have the tools, time and trainingnecessary to do their job well or they will move to anemployer who provides them. http://humanresources.about.com/od/retention/a/more_retention_2.htm 9. Employee Retention The Bottom Line Your best employees, the onesyou want to retain, seekfrequent opportunities tolearn and grow in theircareers, knowledge and skill. 10. Case in Point Hire Dynamics has built its corporate culture aroundemployee satisfaction keeping its good workers and makingthem better. Its a central strategy for us, said Dan Campbell, CEO. Weview the retention of employees as one of the most importantthings we do as an organization. At the end of the day, wethink that our ability to recruit and retain quality employees isone of the main things that separates us from othercompanies in the staffing industry. http://blog.hiredynamics.com/2011/05/companies-should-be-wary-of-worker-flight-risk/ 11. The Top 3 Reasons Why Employees Leave Asian Firms The Top 3 Reasons Cited For Leaving Asian Firms 60% 50% 40% 30% Percentage 20% 10%0% Unmet Job Management and Work Career AdvancementExpectationsCulture IssuesOpportunitiesElsewhere Notice how more money isnt in the top three http://www.hrmasia.com/resources/retention/renewing-paradigms-on-employee-loyalty-and-turnover-rates/120046/ 12. Anecdotal Evidence Too many ambitious delegates go straight for the CFA. They know that passing boost their career, so why not? But they usually arent qualified enough, nor are theydedicated enough to pass Level I. But the fact theyre going for it in the first place ismanagements fault. 13. A Much Better Alternative To eliminate flight risk, give your employees what theycrave. They want To know exactly what their job is To know exactly why their job matters To constantly add to their knowledge To feel that their role is worth their while 14. 7 Things Operations, IT, and Settlements Staff Must Know ToPerform How toWhat the How to escalate Where risks are ifWhy theirHow to speak towhenWhat their they are in they dont job isbest dotheirthings job is. thedo their important. their job.internal arent stream. job clients. going asproperly.planned. 15. Investment Operations Certificate The Investment Operations Certificate (IOC), formerlyknown as the IAQ, is a practitioner-led programme foradministration and operations staff. Its qualificationsequip individuals with an overview of the financialservices industry and its regulation as well as providing adetailed picture of their particular industry sector. Its administered by the Chartered Institute of Securitiesand Investment (CISI). 16. Why CISI and the IOC? 17. Investment Operations Certificate Demonstratescompetence toyour customersand regulators Reducesworldwide business riskIncreases productivity Allows you to recruit and retain best staff 18. Unit Selection Unit selection depends on individual circumstances butgenerally candidates are either: in an overseeing role (as defined by the FSA) working for a firm, which is authorised and regulated by the FSA. These candidates are required to take the following papers: Introduction to Securities & Investment Principles of Financial Regulation or FSA Financial Regulation a technical unit relevant to the role working for firms, particularly those based internationally, which are not authorised and regulated by the FSA. These candidates may, if their firm agrees, select any three papers. 19. Investment Operations Certificate The qualification comprises three One of the following technical units:exam units: Asset Servicing* Collective Investment Schemes International Introduction to Administration* Securities & Investment CREST Settlement Exchange-Traded Derivatives And Administration* Global Securities Operations* a regulatory unit, either IT in Investment Operations Operational Risk* FSA Financial Regulation or OTC Derivatives Administration* Principles of Financial Regulation or Administration of Settlement & Your Countrys Regulatory Exam Investments Risk in Financial Services* ISA Administration Combating Financial Crime Global Financial Compliance 20. Investment Operations Certificate Successful delegates willget a certificate in themail and also be able touse IOC on their CV.They also may useACSI, or Associate of theChartered SecuritiesInstitute, after theirname. 21. Continuing Professional Development The CISI CPD Scheme has been introduced to enablemembers to demonstrate their ongoing commitmentto continuing professional development to both theiremployer and the relevant regulator. It has been designed to ensure that allmembers, regardless of seniority, geographicallocation and industry specialisation, are capable ofcompleting the scheme. It is free of charge for members to use and usage is ona voluntary basis. All grades of membership mayaccess the scheme. The Institute recommends that members complete aminimum of 35 CPD hours a year with at least onehour being undertaken in each learning type categoryoutlined below. Members may log more hours if desired, but these willnot count towards the 35 hour total. Uponcompletion, members will receive a formal certificate. 22. What Can We Do To Help You? 23. Profile: 7city Learning Centre SingaporeWho are we?In 1999, a small group came together to build a financial training and consulting company that had a vision to create solutions to clients challenges through learning. Now in 2011, we are 150 people, consisting of more than 40 full time trainers and a wealth of infrastructure support, based in offices in London, Dubai, New York and Singapore.Whats our goal? Our goal, is to help our clients perform by developing a more informed, effective and skilful appreciation of the business in which they work. All our financial, commercial skills, management and personal development programmes are designed to ensure theory is applied through best practice, using case studies, scenarios and high tech simulations.Who are our clients? In the past 11 years we have achieved a lot. We have designed and delivered solutions for more than 325 companies, from global financial institutions, to regional banks, to sovereign funds to public sector authorities outside of financial services.Whats our approach? Whoever we partner with, we pride ourselves on our innovation, our enthusiasm for learning and our commitment to client service. Youll find were the source of the intellectual, as well as the practical answers needed to succeed . Our growth has been recognised by the Sunday Times Virgin Atlantic Fast Track four years in a row from 2005 - 2008, and weve won numerous awards for our innovative approach to learning. 24. Global & Local Expertise We will support you locally and from 7citys global offices, making us available to you at all times.24 25. Our Solution CentresOur business is structured into 3 areas which can each stand alone or be blended to provide our clientswith a seamless end to end approach to their learning and strategic objectives.Business SchoolLearning SolutionsProfessional SkillsWeve booked over 60,000 Building on our experience in The programmes we offerexams for our clients. Our developing and delivering focus on the commercialinvestment in faculty andglobal learning solutions overapplication of skills andtechnology has enabled us to the past ten years, we are well knowledge. Within theseprovide solutions across the placed to build and managecourses we use our full rangeglobe, including : L&D infrastructure solutionsof simulations and case Investment Mgmnt for our clients, covering : studies across:Certificate Certifications Private Banking Chartered Financial Assessment Centres Asset ManagementAnalyst Managed Training Corporate & Islamic Finance Services Investment BankingQualification Global Markets 26. Our Solution Centres : Business School7city offers a range of technical qualifications training f